本研究像以地方政府之資深人事主管為研究對象，透過文獻蒐集法，探討人力資本六大衡量構面及其十五個衡量指標並藉由決策實驗室分析法(DEMATEL)研究發現，評估整體核心能力最重要關鍵因素拈標為「經學團隊的能力J'而主要影響要素拈標則為「關鍵領導行為評價度J'藉由改善此指標可以提昇組織整體人力資本。因此，建議地方政府可朝向建立與傳達願景、強調績效、對員工給予個別關懷及知識敢發、強化溝通與激勵等面向來增進領導行為並建構學習型團隊，協助組織取得高度競爭的優勢地位。此外，本研究亦發現「團隊合作」衡量構面中「經學團隊的能力」衡量指標為最重要關鍵因素，I組織成員合作的程度」衡量指標則為前三項主要影響要素拈標，但是行政院 人事行政局訂頒「我國公務人力資本衡量指標」中均未予涵蓋，故建議主管機關應針對中央及地方政府，依其角色與任務，分別提出相關人力資本衡量指標或重行檢討修正現行全國一體適用之公務人力資本衡量指標。

In this study， the senior personnel officers of the local government were for the study. This study， collected through a literature method for measuring the six dimensions of human capital and its 15 indications by the Decision Making Trial and Evaluation Laboratory (DEMATEL)， found the most important key factor for evaluation in the overall core competencies is“the competence for team management"; the indication of main impact factor IS“the degree of key leadership behavior"， and by improvement of this indication the human capital of overall organization could be raised. Therefore， we recommended the local governments could move toward to establish and convey the vision， emphasizing the performance of the staff， to give individual caring and knowledge inspiration， and strengthen communication and incentives， etc al. to enhance leadership behavior and construct learning teams that assists the organization to obtain highly competitive advantages. Furthermore， we also found the indication，“the competence of team management"， within the dimension， “teamworks"， as the most important key factor， and the indication “theteamwork extent of team members" as one of three main impact factor， but all of which were not included in “humancapital indication of national public official" ordained by personnel administrative bureau of Executive Yuan. Fore this reason， the competent authority should base on characteristics and missions of center or local governments to specify the relevant human capital indications or even review and amend the current “humancapital indications of national public official" for all.